Skip to Content
Author's profile photo Former Member

SuccessFactors Recruiting Experience – at a glance

Recently we have successfully implemented the SuccessFactors Recruiting solution as a hybrid model. Some more talent solutions are in the pipeline as well but before I must share our view and experiences with this.

Basically we need a candidate tracking solution which will be used to develop new requisitions and to view all candidate information, as well as able to manage them and their results.  SF Recruiting provide the exact solution what we are looking for or more precisely what HR team was expecting.

Managers are now able to create requisitions, view candidates, and invite other managers to participate in the interview process, rate the candidates and post a job.


With Success Factors, candidate management become easier for the candidates to view career opportunities across the system and to use the same profile that they create to form the basis for their applications for all positions for which they apply. It also gives provision for applying with LinkedIn.

Provision for Candidate Pool/Search, Talent Pipeline, Job management for candidates, managing Email templates are definitely very useful and needed features in any Recruiting solutions.

Let’s me tell you why it has been decided to choose the SF Recruiting solution for us.

Actually there are number of challenges for Recruitment with the past uncompleted HRM solution. Some of the real showstoppers are:

  • HR was spending lot of its time on candidate’s data management
  • Recruiting process consist of lot of paper job applications and manual data entry
  • There was no automate job posting process and lacking in job requisition option
  • No proper way to track and manage applicants throughout the recruiting process.
  • Lacking social media integrated functionality.

And SuccessFactors helps to provide the solutions for these open challenges and provide us a platform to integrate with the Core HR. Let’s check some of the useful options and a short overview.

There are three main components of configurable templates within Recruiting: the Job Requisition Data Model, the Candidate Data Model template, and the Candidate Profile Template.

Job Requisition

A requisition defines the requirements of the position being filled. Requisitions are created from a template that is configured during implementation.



A hiring manager asks for a job requisition via email. The recruiter xyz creates a job requisition for the hiring manager.

Provided with 3 Creation options:

 Copy an existing requisition with all fields, which were already filled

 Browse families and roles to pick a job description

 Create a complete new requisition from scratch


Each job requisition template can be associated with one approval workflow, called a route map. The approval route map of a Job Requisition is shown on top of the Job Requisition (JR) template.


To approve a JR you need to open the Recruiting menu. All your JRs are listed here and can be viewed and approved. By selecting the “Send Options” picklist you can send the JR to the next approvers or back to the previous one. You can add users to get feedback or add additional approvers like global managers etc.

When the job requisition is approved, the recruiter posts the job requisition on internal and external sites.


Candidate Management

For candidates the career sites could provide relevant results based on the search criteria like Location, Functions, and Business Line etc. So each candidate can sign up and create their own account and upload all relevant documents for their profile.

Right after confirming profile candidate will be forwarded to the application template and can easily apply for particular positions. This is now a very common framework for most of the career sites.

The Candidate Profile and Candidate Data Model are two big elements of the candidate’s job search experience as they work together to provide recruiters and hiring managers a complete picture of the candidate.

But interesting one is applying with LinkedIn. By clicking on the “Apply with LinkedIn” candidate allow Success Factors access to their account and the relevant data will be pre-populated in their profile.


The “Job Management “gives the candidate an overview of the jobs applied on. Similarly “Candidate Workbench “gives Recruiters access to the applications and profiles of candidates who have applied to each position and shows how candidates rate against the requirements established in the requisition.

Through Talent Pipeline a Recruiter can easily manage all the candidates applied for a particular position. The Talent Pipeline contains all of the statuses in the hiring process as well as some system default statuses.


Setting up interviews is a functionality that can be configured against one or more in-progress statuses in the Talent Pipeline. Recruiters can define the interview team and set dates and times for each interviewer to evaluate the candidate. There are also provisions to emailing this information to the interview team with candidate’s profile and resume. Interview Central is where candidates may be evaluated by the interview team.

Candidate Search tool is also provided to find a list with defined profile information.


The offer approval and offer letter function is available in the “Offer” status in the talent pipeline. The offer approval template should be filled in. You can add as many approvers as needed; the process will be conducted in the order of the added approvers. After the offer has been approved an offer letter can be selected and send to the candidate.

Changes to the Recruiting Email Templates could be done in the Administration Interface of the system.


An email template has to be set up in all configured system languages. When the templates are set up it needs to be enabled. Similarly one can
maintain Headers and footers that can contain content and formatting parameters for the recruit.

Evaluating candidates is also become easy as selecting the “Rate Now” link to see all candidates evaluated for that job. As ratings are given, an
overall score is generated based on the rating scale defined for the requisition.  Interviewers can provide comments on each competency and overall comments on their rating. Finally, interviewers provide an overall rating on each candidate.

Some other features are also available which we have opted out as of now but sounds always interesting and useful, Hiring and Onboarding, Employee
Referral can’t be ignored.

For integration Add-On package for SAP ERP Human Capital Management and SuccessFactors Business EX has been use as integration optionfor us to transfer the Recruiting data (for positions corresponding job requisitions to SuccessFactors and applications to SAP to hire candidates as employees) and Employee data. There are also provisions to transfer Compensation and Evaluation data. Downloading files with flat file format has been decided as we have a different Middleware option other than SAP NetWeaver PI. But we are interested for SAP HCI option next time, let’s see 🙂

There are also possibilities for integrating with Employee Central and Luke Marson’s Blog on SuccessFactors Employee Central & Recruiting: configuring the New Hire process integration provide wonderful information on it.

Some more integration tips also shared in the document SF Recruitment Management- Tips related to Vacancy interface

We are also aware of RDS, SAP Rapid Deployment Solutions are pre-configured applications that allow companies to deploy software in weeks or
months for a set price. The applications are designed to address one area of functionality of SAP’s larger enterprise applications, and address a specific
function or need.  SAP Rapid Deployment solutions build on SAP Best Practices is also available for Recruitment.

SAP Best Practices for SuccessFactors Recruiting in SAP ERP HCM: SAP Service Marketplace – SAP SuccessFactors Recruiting

SuccessFactors Recruiting definitely transforms the hiring process into a more strategic for the Talent Management by offering the end-to-end recruiting solution. We are hoping for some real positive results and feedback after using it for some time.

Assigned Tags

      You must be Logged on to comment or reply to a post.
      Author's profile photo Former Member
      Former Member

      Hi Soumyasanto Sen,

      Thanks for sharing your experience with Recruiting Management! We are going to implement the same too and currently exploring the integration option. You mentioned about using the integration add-on to transfer recruiting data which mean the process starts with creating a position in SAP and then transfer the data over to SuccessFactor to automatically create a Requisition? But you also mention about the 3 options of creating new job requisitions in SuccessFactors. So how do you standardize/manage the position/req process?

      Author's profile photo Former Member
      Former Member
      Blog Post Author

      Hi Sorry for the late reply, currently it's managed manually as of now.

      Author's profile photo Former Member
      Former Member

      Hi ,

      Great document! Actually I just started with SF RCM. Could you give some sample business processes that you had to map in SF based on client requirement?



      Author's profile photo Former Member
      Former Member

      Dear Mr. Sen,

      In our company we are facing one issue in recruitment hope you can put some light on it.

      Some candidates in worker category want to apply for open vacancy, but they don't have their own email id and they are not educated to use email also. How to Register those candidates in SF.

      Is there any provision to register candidates in the portal other than email id in Success factor?


      Ratikanta Rath

      Author's profile photo Niladri Bihari Nayak
      Niladri Bihari Nayak

      Excellent blog to summarize THR83 !!




      Gurugram, India